The Leaked Secrets to Biology Lab Report Uncovered

The Leaked Secrets to Biology Lab Report Uncovered Up in Arms About Biology Lab Report? Check for any extra information like your final name of which you'll be able to add in each individual page. Elaborate the reason which you were reviewing and why it's significant, and the methods which you're using to achieve the knowledge. The info can be displayed in a means that is related to your conclusion and in a style that's well organized. You should check if there's also any extra information like your final name on every page for the function of identity. The 30-Second Trick for Biology Lab Report Make certain that when writing the results, it must be simple to comprehend so make it as comprehensive as possible. PayForEssay is a professional custom writing service that's always online to help you in the finest possible way. The title should not just offer a very clear idea of the experiment, but in addition convey the outcome and make sure that it's not more than ten words. Start at the start, continue writing until you get to the end, save file and submit isn't a suitable approach for science assessment submission. What You Need to Know About Biology Lab Report Corrections are frequently more accurate than a conventional spell checker. Biology lab reports could be your very first step in figuring out how to compose scientific papers and format them. There are several such reports on the internet, you can secure a biology lab report example through a simple Google search, or simply request one from us! Reports you compose the format in an issue. The format might vary depending on the demands of your teacher and class, therefore, it is crucial to ask your teacher about the format of the report. Be sure to seek advice from your teacher concerning the citation format that you ought to follow. What to Do About Biology Lab Report Before You Miss Your Chance Great writing is as significant in science as it's in different disciplines because one's ideas have very little impact, however important they may be, if they're not well communicated. A lot of people would like to know that although they are hiring someone to work on their assignment they'll be in a position to communicate with the individual who's completing the job. When you search for a sample biology lab file, the very first thing that you ought to pay attention to is t he amount of its originality. If you are now struggling with biology then it's time to work with the professionals. When you're facing a biology assignment at any moment or school level it can get very stressful. Don't you dare think that it's going to be significantly simpler to compose the list of the used literature at the end. Therefore, it's only prudent that you check with your professor to discover what is agreed upon in your class. Many students have a tendency to blame themselves for unexpected benefits, but they aren't always responsible. Want to Know More About Biology Lab Report? It is critical that you write your own report. The report has to be typed or word-processed. Your report ought to be straightforward and simple to comprehend. A scientific report is going to be tested through preliminary and last laboratory reports. Also, dependent on the outcome, you should disprove or confirm the hypothesis you had stated earlier on. Together with presenting the primary findings of your experiment, it is essential that you indicate how accurate your results are. Whichever route you decide to take, make sure your results section confirms your experiment's hypothesis. When you're done with the conclusion, return and make an abstract of the analysis. Your interpretation has to be original and you're able to write from being specific to general and don't prove or disprove your hypothesis. The approach won't always be confirmed by the outcome, but there's a prediction which will be made before experimenting. Highlight the important points that you've obtained from your experiment that's related to your conclusions. Biology Lab Report Help! The experiments are meant to reveal using any lab apparatus and learn the different components. If you're going to compose your very first experiment file, you may use lab report samples as templates to follow. What's more, it's also advisable to follow the common structure of a laboratory report. The abstract must also cover the methods which were used along with the principal outcome. Vital Pieces of Biology Lab Report Finally, the control group did not create any CO2 either. The crucial point to keep in mind is that acid and base hydrolysis reactions are somewhat more common. Also, although all experiments are founded just on ideal processes, there are only two or three things which are tightly controlled. Water and organic compounds generally do not react readily with one another.

Topics For An Essay For 7th Grade GIRLS

Topics For An Essay For 7th Grade GIRLSIf you want to find topics for an essay for 7th grade girls, then you are in the right place. We've compiled a list of many subjects that most 7th graders love. If you're looking for essays, you can also use this list to help you decide what topic to choose and where to write it. If you're not sure what subjects to write about, start by writing down a few ideas that pop into your head.Boys like to read about sports. They also love to watch sports. You can use this subject to talk about boys' favorite sports of the past, present, or future. Also, it's fun to write about things boys don't normally think about: baseball, hockey, football, and more. You may also want to take this subject into discussion groups or discuss it with your peers.Girls have an advantage in grammar and word use; thus, your Gir vocabulary can also be targeted at them. You can either use this topic to write about hobbies that they like, what they've learned, or how you both a re learning English. If you're a teacher, give them a topic that you know they'll be interested in. If you're just learning English, take the words and sentence structures of your home country and break them down to grammatically correct English. Also, use vocabulary words from your child's favorite movie and songs.Girs love animals. Start by writing down a list of favorite animals and then turn that list into grammar or word usage examples. If you have pictures of your own pets, this is a great way to help them learn grammar and vocabulary.Gents are taught to like speaking, so you may want to learn the difference between formal and informal language. This will come in handy when you try to write about different social situations (i.e. in the office, with friends, or around boys).Your Gir vocabulary will consist of words like 'have', 'ought to', 'might', and 'should' which will be very important when you write essays for 7th graders. To help your students remember these words, you c an give them examples like 'The dog might have run away.' You can also use phrases such as 'I ought to have taken her picture'I should have taken a bath'. However, don't let your students get away with a sentence like 'He had a good story to tell' because that's not how to write essays.Kids are smart. They know a lot about science, math, and other subjects, but they also need to know that it's okay to go off-topic sometimes. As long as you use facts and figures, and use grammar correctly, then your kids won't mind. You can use these topics to teach them even more about topics you would have liked to teach them earlier on.You can find this list on the internet, but it's also a great resource to share with your students or even yourself. It's a good tool to help them write well.

Sci Fi Essay Topics - Definition, Organization and Use

Sci Fi Essay Topics - Definition, Organization and UseSci Fi Essay Topics are used to outline and organize your project. The Sci Fi essay topics differ according to the subject of the essay.Sci-Fi themes, like Star Trek, Fantastic Four and The Andromeda Strain etc, can be used to define your project. Or you can define your subject using Sci Fi essays. When writing the Sci Fi essay topic you must decide what genre your work will fall under. With this you will be able to organize your thoughts as well as ideas. For instance, if you are writing a science fiction short story for a science fair project, you must decide what kind of theme to have in your story.Sci-Fi Essay Topics can also use a combination of genres to make a theme. So, if you want to write a funny story you could do that too, when you are outlining your project.Sci-Fi Essay Topics is easy to use. You do not need a lot of time to do them. Many of them are put together with the help of a software program. If you do not have the patience or skills for writing an essay and are looking for a tool, a Sci Fi Essay Topic tool is what you need.A lot of people today are trying to write short stories or novels. It has become a trend to write Sci Fi Short Stories or Novels. These types of stories are easy to write and easy to publish.So if you are writing a Sci Fi Short Story then you must decide what genre to use for your topic. Then put a short story on a piece of paper. You can put in the opening paragraph what it is about, what the plot is about, what kind of characters there are, what kind of setting there is, and what kind of theme thestory have.Sci Fi essay topics are quite easy to do. You do not need to learn how to write an essay. All you need to do is pick the subject you want to write an essay about and write a topic around it. Sci Fi Essay Topics is also easy to use and you will only need to learn a few simple words like theses, verb, tense, article and sentence formation etc.

Sample of Statement on Bourbon Reforms

Sample of Statement on Bourbon ReformsWriting a sample of thesis statement on bourbon reforms will be one of the most important parts of this particular essay. It is something that is crucial in deciding if you are going to get the help that you need to better understand the essay that you are preparing for the college admissions officer or not. In order to decide if you have done all that you can or you just need more advice, it is time to get some samples from past or current graduates. Below are four samples that you may want to check out and maybe even read over.Sample #1. A sample of thesis statement on bourbon reforms has the same basic format as a typical college essay. It is mostly the same subject matter and would include an introduction, summary, conclusion, and possibly a conclusion. However, the opening paragraph is a little different than other college essays.For example, instead of giving an opening paragraph that explains the essence of the problem the professor is add ressing with the essay, it will explain the essence of the problem with the essay itself. In other words, it is trying to provide the reader with a solution for the problem. You can either use the first paragraph to do this or leave it blank and just provide the question, 'What is the essence of the problem with this situation?'The outline paragraph is generally still in place and can be used for the opening paragraph, if it is needed. This paragraph will outline the main points of the argument, the writer wants to make in the entire essay. However, it should not be read by the reader until the closing paragraph.The conclusion is also one of the most important parts of any sample of thesis statement on bourbon reforms. It is the last part of the essay and is often the most important. This is usually the section where the writer will try to draw the reader in with their own personal opinion about the topics that they are discussing. If you need any help, the writer is more than willi ng to give it to you.For example, if they are writing about specific types of bourbon that are manufactured in Kentucky, then they will have an opening paragraph that will explain the idea about bourbon being something that is specifically made in Kentucky. Then, they can go into the common reasons why people consider bourbon as being made in Kentucky, including the 'Mystery Whiskey' that is actually a bourbon that is made in Indiana. Finally, they can close by explaining the benefits that bourbon has for the people who drink it and how it helps to keep the economy strong. The rest of the essay could then depend on what the writer wants to say about bourbon.Another benefit of a sample of thesis statement on bourbon reform is that the writer is already familiar with the topic. They do not have to spend extra time reading up on it in order to write a persuasive essay. This is especially true if the person has researched on the topic before and knows what the essence of the problem is that they are writing about.These samples are provided to show that they do not have to be difficult to write. Anybody can write a good sample of thesis statement on bourbon reforms, whether it is done by hand or by computer. The sample will likely give the writer ideas for other essays.

Od and Change Essay Example

Od and Change Essay OD and Change The Message Is Clear Change Or Disappear â€Å"There’s no off season anymore† Nolan Ryan â€Å"You miss 100% of the shots you never take† Wayne Gretsky â€Å"Somebody has to do something, and its just incredibly pathetic that it has to be us. † Jerry Garcia, the Grateful Dead CHANGE AN ONGOING PROCESS Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change. This final chapter was written to help managers navigate the journey of change. FORCES OF CHANGE †¢ How do organizations know when they should change? †¢ What cues should an organization look for? Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change. EXTERNAL FORCES External forces for change originate outside the organization. Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed. 1. Demographic Characteristics (1) the workforce is more diverse and (2) there is a business imperative to effectively manage diversity. We will write a custom essay sample on Od and Change specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees. 2. Technological Advancements Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Manufacturing companies, for instance, have automated their operations with robotics, computerized numerical control (CNC), which is used for metal cutting operations, and computer-aided design (CAD). CAD is a computerized process of drafting and designing engineering drawings of products. Companies have just begun to work on computer- integrated manufacturing (CIM). This highly technical process attempts to integrate product design with product planning. control. and operations In contrast to these manufacturing technologies, the service sector of the US economy is using office automation. Office automation consists of a host of computerized technologies that are used to obtain, store, analyze, retrieve, and communicate information. â€Å"The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog. The dog will be there to keep the man from touching the equipment. † Warren Bennis 3. Market Changes The emergence of a global economy is forcing US companies to change the way they do business. Companies are having to forge new partnerships with their suppliers in order to deliver higher quality products at lower prices. 4. Social and Political Pressures These forces are created by social and political events. Managers thus may need to adjust their managerial style or approach to fit changing employee values. Political events can create substantial change. For example, the collapse of both the Berlin Wall and communism in Russia created many new business opportunities. Although it is difficult for organizations to predict changes in political forces, many organizations hire lobbyists and consultants to help them detect and respond to social and political changes. INTERNAL FORCES Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. . Human Resource Problems/Prospects These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Organizations might respo nd to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors. Prospects for positive change stem from employee participation and suggestions. 2. Managerial Behavior/Decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviors such as inadequate direction or support may result in human resource problems requiring change. Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. MODELS AND DYNAMICS OF PLANNED CHANGE American managers are criticized for emphasizing short-term, quick-fix solutions to organizational problems. When applied to organizational change, this approach is doomed from the start. Quick-fix solutions do not really solve underlying problems and they have little staying power. Researchers and managers alike have thus tried to identify effective ways to manage the change process. This section sheds light on their insights. After discussing different types of organizational changes. we review Lewins change model, a systems model of change, and organization development. Lewins Change Model Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three-stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing. Before reviewing each stage, it is important to highlight the assumptions that underlie this model: 1. The change process involves learning something new, as well as discontinuing current attitudes, behaviors, or organizational practices. 2. Change will not occur unless there is motivation to change. This is often the most difficult part of the change process. 3. People are the hub of all organizational changes. Any change, whether in terms of structure, group process, reward systems, or job design, requires individuals to change. 4. Resistance to change is found even when the goals of change are highly desirable. 5. Effective change requires reinforcing new behaviors, attitudes, and organizational practices. The three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviors or attitudes. Changing Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view. Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the change. Resistance to Change Individual Sources of Resistance †¢ Fear of the Unknown †¢ Self-Interest †¢ Habit †¢ Personality Conflicts †¢ Differing Perceptions †¢ General Mistrust †¢ Social Disruptions Organizational Sources of Resistance †¢ Structural Inertia †¢ Bureaucratic Inertia †¢ Group Norms †¢ A Resistant Organizational Culture †¢ Threatened Power †¢ Threatened Expertise †¢ Threatened Resource Allocation UNDERSTANDING AND MANAGING RESISTANCE TO CHANGE We are all creatures of habit. It generally is difficult for people to try new ways of doing things. It is precisely because of this basic human characteristic that most employees do not have enthusiasm for change in the workplace. Rare is the manager who does not have several stories about carefully cultivated changes that died on the vine because of resistance to change. It is important for managers to learn to manage resistance because failed change efforts are costly. Costs include decreased employee loyalty, lowered probability of achieving corporate goals, a waste of money and resources, and difficulty in fixing the failed change effort. This section examines employee resistance to change, relevant research, and practical ways of dealing with the problem. Why People Resist Change in the Workplace 1. An individuals predisposition toward change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Nonreinforcing reward systems. RESEARCH ON RESISTANCE TO CHANGE The classic study of resistance to change was reported in 1948 by Lester Coch and John R P French. They observed the introduction of a new work procedure in a garment factory. The change was introduced in three different ways to separate groups of workers. In the no participation group, the garment makers were simply told about the new procedure. Members of a second group, called the representative group, were introduced to the change by a trained co-worker. Employees in the total participation group learned of the new work procedure through a graphic presentation of its cost-saving potential. Mixed results were recorded for the representative group. The no participation and total participation groups, meanwhile, went in opposite directions. Output dropped sharply for the no participation group, while grievances and turnover climbed. After a small dip in performance, the total participation group achieved record-high output levels while experiencing no turnover. Since the Coch and French study, participation has been the recommended approach for overcoming resistance to change. Empirical research uncovered three additional personal characteristics related to resistance to change. A study of 284 nonmanagerial office personnel (43 percent male) showed that hands-on experience with computers, whether through training or on-the-job practice, fostered more positive attitudes toward working with computers. Finally, high self-efficacy and an internal locus of control were negatively associated with resistance to change. OVERCOMING RESISTANCE TO CHANGE Before recommending specific approaches to overcome resistance, there are three key conclusions that should be kept in mind. First, an organization must be ready for change. Just as a table must be set before you can eat, so must an organization be ready for change before it can be effective. Use the survey to evaluate a company that you worked for or are familiar with that undertook a change effort. Assessing an Organizations Readiness for Change Instructions: Circle the number that best represents your opinions about the company being evaluated. Yes Somewhat No 1. | Is the change effort being sponsored by a senior-level executive (CEO, COO)? | 3 | 2 | 1| 2. | Are all levels of management committed to the change? | 3| 2| 1| 3. | Does the organization culture encourage risk taking? 3 | 2 | 1| 4. | Does the organization culture encourage and reward continuous improvement? | 3 | 2 | 1| 5. | Has senior management clearly articulated the need for change? | 3 | 2 | 1| 6. | Has senior management presented a clear vision of a positive future? | 3 | 2 | 1| 7. | Does the organization use specific measures to assess business performance? | 3 | 2 | 1| 8. | Does the change effort support other major activities going on in the organization? | 3 | 2 | 1| 9. | Has the organization benchmarked itself against world-class companies? | 3 | 2 | 1| 10. | Do all employees understand the customers needs? 3 | 2 | 1| 11. | Does the organization reward individuals and/or teams for being innovative and for looking for root causes of organizational problems? | 3 | 2 | 1| 12. | Is the organization flexible and cooperative? | 3 | 2 | 1| 13. | Does management effectively communicate with all levels of the organization. | 3 | 2 | 1| 14. | Has the organization successfully implemented other change programs? | 3 | 2 | 1| 15. | Do employees take personal responsibility for their behavior? | 3 | 2 | 1| 16. | Does the organization make decisions quickly? | 3 | 2 | 1| Total Score: ——— Source: Based on the discussion contained in T. A. Stewart, Rate your readiness to change, Fortune, February 7,1994, pp. 106-10. (Arbitrary norms are as follows: 48-40 = High readiness for change; 39-24 = Moderate readiness for change; and 23-16 = Low readiness for change. ) What was the companys readiness for change, and how did this evaluation relate to the success of the change effort? Second, organizational change is less successful when top management fails to keep employees informed about the process of change. Third, employees perceptions or interpretations of a change significantly affect resistance. Employees are less likely to resist when they perceive that the benefits of a change overshadow the personal costs. At a minimum then, managers are advised to (1) provide as much information as possible to employees about the change, (2) inform employees about the reasons/rationale for the change, (3) conduct meetings to address employees questions regarding the change, and (4) provide employees the opportunity to discuss how the proposed change might affect them. ORGANIZATION DEVELOPMENT Organization development (OD) is an applied field of study and practice. A pair of OD experts defined organization development as follows: Organization development is concerned with helping managers plan change in organizing and managing people that will develop requisite commitment, coordination, and competence. Its purpose is to enhance both the effectiveness of organizations and the well-being of their members through planned interventions in the organizations human processes, structures, and systems, using knowledge of behavioral science and its intervention methods. As you can see from this definition, OD provides managers with the tools needed to manage organizational change. The four identifying characteristics of OD and its research and practical implications. OD Involves Profound Change Change agents using OD generally desire deep and long-lasting improvement. OD consultant Warner Burke, for example, who strives for fundamental cultural change, wrote: By fundamental change, as opposed to fixing a problem or improving a procedure, I mean that some significant aspect of an organizations culture will never be the same. OD is Value-Loaded Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organization. They prefer cooperation over conflict, self-control over institutional control, and democratic and participative management over autocratic management. OD Is a Diagnosis/Prescription Cycle OD theorists and practitioners have long adhered to a medical model of organization. Like medical doctors, internal and external OD consultants approach the sick organization, diagnose its ills, prescribe and implement an intervention, and monitor progress. OD Is Process-Oriented Ideally, OD consultants focus on the form and not the content of behavioral and administrative dealings. For example, product design engineers and market researchers might be coached on how to communicate more effectively with one another without the consultant knowing the technical details of their conversations. In addition to communication, OD specialists focus on other processes, including problem solving, decision making, conflict handling, trust, power sharing, and career development. OD Research and Practical Implications OD-related interventions produced the following insights: †¢ A recent meta-analysis of 18 studies indicated that employee satisfaction with change was higher when top management was highly committed to the change effort. A recent meta-analysis of 52 studies provided support for the systems model of organizational change. Specifically, varying one target element of change created changes in other target elements. Also, there was a positive relationship between individual behavior change and organizational-level change. †¢ A meta-analysis of 126 studies demonstrated that multifaceted interventions using more than one OD technique were more effective in changing job attitudes and work attitudes than interventions that relied on only one human-process or technostructural approach. Od and Change Essay Example Od and Change Essay OD and Change The Message Is Clear Change Or Disappear There’s no off season anymore Nolan Ryan You miss 100% of the shots you never take Wayne Gretsky Somebody has to do something, and its just incredibly pathetic that it has to be us. Jerry Garcia, the Grateful Dead CHANGE AN ONGOING PROCESS Companies no longer have a choice, they must change to survive. Unfortunately, people tend to resist change. It is not easy to change an organization, let alone an individual. This puts increased pressure on management to learn the subtleties of change.This final chapter was written to help managers navigate the journey of change. FORCES OF CHANGE †¢ How do organizations know when they should change? †¢ What cues should an organization look for? Organizations encounter many different forces for change. These forces come from external sources outside the organization and from internal sources. This section examines the forces that create the need for change. Awareness of these forces can help managers determine when they should consider implementing an organizational change. EXTERNAL FORCESExternal forces for change originate outside the organization. We will write a custom essay sample on Od and Change specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Od and Change specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Because these forces have global effects, they may cause an organization to question the essence of what business it is in and the process by which products and services are produced. There are four key external forces for change: demographic characteristics. technological advancements, market changes, and social and political pressures. Each is now discussed. 1. Demographic Characteristics (1) the workforce is more diverse and (2) there is a business imperative to effectively manage diversity.Organizations need to effectively manage diversity if they are to receive maximum contribution and commitment from employees. 2. Technological Advancements Both manufacturing and service organizations are increasingly using technology as a means to improve productivity and market competitiveness. Manufacturing companies, for instance, have automated their operations with robotics, computerized numerical control (CNC), which is used for metal cutting operations, and computer-aided design (CAD). CAD is a computerized process of drafting and designing engineering drawings of products.Companies have just begun to work on computer- integrated manufacturing (CIM). This highly technical process attempts to integrate product design with product planning. control. and operations In contrast to these manufacturing technologies, the service sector of the US economy is using office automation. Office automation consists of a host of computerized technologies that are used to obtain, store, analyze, retrieve, and communicate information. The factory of the future will have only two employees, a man and a dog. The man will be there to feed the dog.The dog will be there to keep the man from touching the equipment. Warren Bennis 3. Market Changes The emergence of a global economy is forcing US companies to change the way they do business. Companies are having to forge new partnerships with their suppliers in order to deliver higher quality products at lower prices. 4. Social and Political Pressures These forces are created by social and political events. Managers thus may need to adjust their managerial style or approach to fit changing employee values. Political events can create substantial change.For example, the collapse of both the Berlin Wall and communism in Russia created many new business opportunities. Although it is difficult for organizations to predict changes in political forces, many organizations hire lobbyists and consultants to help them detect and respond to social and political changes. INTERNAL FORCES Internal forces for change come from inside the organization. These forces may be subtle, such as low morale, or can manifest in outward signs, such as low productivity and conflict. Internal forces for change come from both human resource problems and managerial behavior/decisions. . Human Resource Problems/Prospects These problems stem from employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is a symptom of an underlying employee problem that should be addressed. Unusual or high levels of absenteeism and turnover also represent forces for change. Organizations might respond to these problems by using the various approaches to job design, by implementing realistic job previews, by reducing employees role conflict, overload, and ambiguity, and by removing the different stressors.Prospects for positive change stem from employee participation and suggestions. 2. Managerial Behavior/Decisions Excessive interpersonal conflict between managers and their subordinates is a sign that change is needed. Both the manager and the employee may need interpersonal skills training, or the two individuals may simply need to be separated. For example, one of the parties might be transferred to a new department. Inappropriate leader behaviors such as inadequate direction or support may result in human resource problems requiring change.Leadership training is one potential solution for this problem. Inequitable reward systems are additional forces for change. MODELS AND DYNAMICS OF PLANNED CHANGE American managers are criticized for emphasizing short-term, quick-fix solutions to organizational problems. When applied to organizational change, this approach is doomed from the start. Quick-fix solutions do not really solve underlying problems and they have little staying power. Researchers and managers alike have thus tried to identify effective ways to manage the change process. This section sheds light on their insights.After discussing different types of organizational changes. we review Lewins change model, a systems model of change, and organization development. Lewins Change Model Most theories of organizational change originated from the landmark work of social psychologist Kurt Lewin. Lewin developed a three-stage model of planned change which explained how to initiate, manage, and stabilize the change process. The three stages are unfreezing, changing, and refreezing. Before reviewing each stage, it is important to highlight the assumptions that underlie this model: 1.The change process involves learning something new, as well as discontinuing current attitudes, behaviors, or organizational practices. 2. Change will not occur unless there is motivation to change. This is often the most difficult part of the change process. 3. People are the hub of all organizational changes. Any change, whether in terms of structure, group process, reward systems, or job design, requires individuals to change. 4. Resistance to change is found even when the goals of change are highly desirable. 5. Effective change requires reinforcing new behaviors, attitudes, and organizational practices.The three stages of change. Unfreezing The focus of this stage is to create the motivation to change. In so doing, individuals are encouraged to replace old behaviors and attitudes with those desired by management. Managers can begin the unfreezing process by disconfirming the usefulness or appropriateness of employees present behaviors or attitudes. Changing Because change involves learning, this stage entails providing employees with new information, new behavioral models, or new ways of looking at things. The purpose is to help employees learn new concepts or points of view.Role models, mentors, experts, benchmarking the company against world-class organizations, and training are useful mechanisms to facilitate change. Refreezing Change is stabilized during refreezing by helping employees integrate the changed behavior or attitude into their normal way of doing things. This is accomplished by first giving employees the chance to exhibit the new behaviors or attitudes. Once exhibited, positive reinforcement is used to reinforce the desired. Additional coaching and modeling also are used at this point to reinforce the stability of the change.Resistance to Change Individual Sources of Resistance †¢ Fear of the Unknown †¢ Self-Interest †¢ Habit †¢ Personality Conflicts †¢ Differing Perceptions †¢ General Mistrust †¢ Social Disruptions Organizational Sources of Resistance †¢ Structural Inertia †¢ Bureaucratic Inertia †¢ Group Norms †¢ A Resistant Organizational Culture †¢ Threatened Power †¢ Threatened Expertise †¢ Threatened Resource Allocation UNDERSTANDING AND MANAGING RESISTANCE TO CHANGE We are all creatures of habit. It generally is difficult for people to try new ways of doing things.It is precisely because of this basic human characteristic that most employees do not have enthusiasm for change in the workplace. Rare is the manager who does not have several stories about carefully cultivated changes that died on the vine because of resistance to change. It is important for managers to learn to manage resistance because failed change efforts are costly. Costs include decreased employee loyalty, lowered probability of achieving corporate goals, a waste of money and resources, and difficulty in fixing the failed change effort.This section examines employee resistance to change, relevant research, and practical ways of dealing with the problem. Why People Resist Change in the Workplace 1. An individuals predisposition toward change. 2. Surprise and fear of the unknown. 3. Climate of mistrust. 4. Fear of failure. 5. Loss of status and/or job security. 6. Peer pressure. 7. Disruption of cultural traditions and/or group relationships. 8. Personality conflicts. 9. Lack of tact and/or poor timing. 10. Nonreinforcing reward systems. RESEARCH ON RESISTANCE TO CHANGEThe classic study of resistance to change was reported in 1948 by Lester Coch and John R P French. They observed the introduction of a new work procedure in a garment factory. The change was introduced in three different ways to separate groups of workers. In the no participation group, the garment makers were simply told about the new procedure. Members of a second group, called the representative group, were introduced to the change by a trained co-worker. Employees in the total participation group learned of the new work procedure through a graphic presentation of its cost-saving potential.Mixed results were recorded for the representative group. The no participation and total participation groups, meanwhile, went in opposite directions. Output dropped sharply for the no participation group, while grievances and turnover climbed. After a small dip in performance, the total participation group achieved record-high output levels while experiencing no turnover. Since the Coch and French study, participation has been the recommended approach for overcoming resistance to change. Empirical research uncovered three additional personal characteristics related to resistance to change.A study of 284 nonmanagerial office personnel (43 percent male) showed that hands-on experience with computers, whether through training or on-the-job practice, fostered more positive attitudes toward working with computers. Finally, high self-efficacy and an internal locus of control were negatively associated with resistance to change. OVERCOMING RESISTANCE TO CHANGE Before recommending specific approaches to overcome resistance, there are three key conclusions that should be kept in mind. First, an organization must be ready for change.Just as a table must be set before you can eat, so must an organization be ready for change before it can be effective. Use the survey to evaluate a company that you worked for or are familiar with that undertook a change effort. Assessing an Organizations Readiness for Change Instructions: Circle the number that best represents your opinions about the company being evaluated. Yes Somewhat No 1. | Is the change effort being sponsored by a senior-level executive (CEO, COO)? | 3 | 2 | 1| 2. | Are all levels of management committed to the change? | 3| 2| 1| 3. | Does the organization culture encourage risk taking? 3 | 2 | 1| 4. | Does the organization culture encourage and reward continuous improvement? | 3 | 2 | 1| 5. | Has senior management clearly articulated the need for change? | 3 | 2 | 1| 6. | Has senior management presented a clear vision of a positive future? | 3 | 2 | 1| 7. | Does the organization use specific measures to assess business performance? | 3 | 2 | 1| 8. | Does the change effort support other major activities going on in the organization? | 3 | 2 | 1| 9. | Has the organization benchmarked itself against world-class companies? | 3 | 2 | 1| 10. | Do all employees understand the customers needs? 3 | 2 | 1| 11. | Does the organization reward individuals and/or teams for being innovative and for looking for root causes of organizational problems? | 3 | 2 | 1| 12. | Is the organization flexible and cooperative? | 3 | 2 | 1| 13. | Does management effectively communicate with all levels of the organization. | 3 | 2 | 1| 14. | Has the organization successfully implemented other change programs? | 3 | 2 | 1| 15. | Do employees take personal responsibility for their behavior? | 3 | 2 | 1| 16. | Does the organization make decisions quickly? | 3 | 2 | 1| Total Score: ———Source: Based on the discussion contained in T. A. Stewart, Rate your readiness to change, Fortune, February 7,1994, pp. 106-10. (Arbitrary norms are as follows: 48-40 = High readiness for change; 39-24 = Moderate readiness for change; and 23-16 = Low readiness for change. ) What was the companys readiness for change, and how did this evaluation relate to the success of the change effort? Second, organizational change is less successful when top management fails to keep employees informed about the process of change. Third, employees perceptions or interpretations of a change significantly affect resistance.Employees are less likely to resist when they perceive that the benefits of a change overshadow the personal costs. At a minimum then, managers are advised to (1) provide as much information as possible to employees about the change, (2) inform employees about the reasons/rationale for the change, (3) conduct meetings to address employees questions regarding the change, and (4) provide employees the opportunity to discuss how the proposed change might affect them. ORGANIZATION DEVELOPMENT Organization development (OD) is an applied field of study and practice.A pair of OD experts defined organization development as follows: Organization development is concerned with helping managers plan change in organizing and managing people that will develop requisite commitment, coordination, and competence. Its purpose is to enhance both the effectiveness of organizations and the well-being of their members through planned interventions in the organizations human processes, structures, and systems, using knowledge of behavioral science and its intervention methods. As you can see from this definition, OD provides managers with the tools needed to manage organizational change.The four identifying characteristics of OD and its research and practical implications. OD Involves Profound Change Change agents using OD generally desire deep and long-lasting improvement. OD consultant Warner Burke, for example, who strives for fundamental cultural change, wrote: By fundamental change, as opposed to fixing a problem or improving a procedure, I mean that some significant aspect of an organizations culture will never be the same. OD is Value-Loaded Owing to the fact that OD is rooted partially in humanistic psychology, many OD consultants carry certain values or biases into the client organization.They prefer cooperation over conflict, self-control over institutional control, and democratic and participative management over autocratic management. OD Is a Diagnosis/Prescription Cycle OD theorists and practitioners have long adhered to a medical model of organization. Like medical doctors, internal and external OD consultants approach the sick organization, diagnose its ills, prescribe and implement an intervention, and monitor progress. OD Is Process-Oriented Ideally, OD consultants focus on the form and not the content of behavioral and administrative dealings.For example, product design engineers and market researchers might be coached on how to communicate more effectively with one another without the consultant knowing the technical details of their conversations. In addition to communication, OD specialists focus on other processes, including problem solving, decision making, conflict handling, trust, power sharing, and career development. OD Research and Practical Implications OD-related interventions produced the following insights: †¢ A recent meta-analysis of 18 studies indicated that employee satisfaction with change was higher when top management was highly committed to the change effort. A recent meta-analysis of 52 studies provided support for the systems model of organizational change. Specifically, varying one target element of change created changes in other target elements. Also, there was a positive relationship between individual behavior change and organizational-level change. †¢ A meta-analysis of 126 studies demonstrated that multifaceted interventions using more than one OD technique were more effective in changing job attitudes and work attitudes than interventions that relied on only one human-process or technostructural approach.